SO2 Conversion (Assess), Directorate of Army Recruiting (20851)

Position Role: Support Armed Forces Recruiting (AFR) delivery of the future Recruitment Operating Model (ROM) and the cut over of candidates, as the key interlocker between the current and future suppliers and stakeholders; predominantly focused on all aspects of officer recruitment.

Responsibilities: 
1. Strategic Liaison for tS Officer Recruiting Pipeline. Army’s lead day-to-day link with AFR, MSHQ, and sS counterparts, ensuring coherence of tS officer recruiting pipeline model and standards - acting as a central integrator across the Defence recruiting landscape.
2. Defence Level Assessment Standards and Data Coherence. Lead the consolidation and interpretation of officer assessment data, supporting the definition of MOD acceptable criteria for officer candidate suitability. Influence future tS recruiting policy and standards through evidence based analysis.
3. Development of tS-Aligned Officer Assessment Metrics. Shape the evolution of officer assessment and eligibility metrics across sS, ensuring alignment with the emerging AFR Leadership Competency Assessment and Defence Aptitude Assessment frameworks.
4. Integration of Specialist Assessment Pathways. Map and harmonise specialist officer assessment processes across Defence, defining opportunities for coherence and ensuring future pathways meet the needs of a modern, agile force.
5. Modernisation of Non‑Traditional Entry (NTE) Routes. Support the AFR and Team Serco review of non‑traditional entry methods, identifying opportunities to modernise officer access routes and integrate them into the tS assessment framework.
6. Leadership of Army Recruiting Transition Working Groups. Coordinate and drive assess focused Army Recruiting Transition Working Groups and associated workstreams, ensuring momentum, tS alignment, and delivery against programme timelines.
7. Cross-Defence Stakeholder Engagement. Build and maintain effective relationships across the Army, AFR, MSHQ, Defence HR, and other Services to ensure coherent delivery of officer recruiting transformation and recruiting transition objectives.
8. Senior-Level Influence and Briefing. Provide authoritative updates and recommendations on AFR officer recruiting coherence to 1*, 2*, and 3* audiences, influencing strategic decisions across Army Recruiting and wider Defence.

MSP, PRINCE2, other P3M (available in post).

- Army Recruiting, Basic Training/AOSB experience
- Delivering a Defence Programme or Project experience
- Personnel career field experience
- DPers experience

Role may have a short extension depending on Programme progression (6 months)

DAR has flexible working practices; WFH 1-2 days a week feasible with line manager agreement.

A high-impact post for an ambitious SO2, providing enterprise-level responsibility for recruiting alignment and direct exposure to 2* and 3* decision‑makers across the tri‑Service recruiting system. Opportunity to gain P3M training and experience working alongside a Government Cat A GPMP at a critical juncture for Defence.
Based within the Pers CF, this role operates at a fast tempo with a strong J3/5 flavour, requiring proactive planning, rapid decision‑making, real empowerment and the ability to manage dynamic cross‑functional demands.